Relevant bibliographies by topics / Specifics of non-profit organization management

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Academic literature on the topic 'Specifics of non-profit organization management'

Author: Grafiati
Published: 4 June 2021
Last updated: 15 February 2022

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Journal articles on the topic "Specifics of non-profit organization management"

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Hajduová, Zuzana, and Nikoleta Husáková. "Financial Management of Non-Profit Organization Providing Specific Services." Applied Mechanics and Materials 708 (December 2014): 210–15. http://dx.doi.org/10.4028/www.scientific.net/amm.708.210.

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One of the most important role of all communities is to assure, create and take bearings to the effective support for non-profit sector, which is a very important element in providing of assistance in the cases when the help at the state level is not sufficient. On the present, non-profit organizations are experiencing their continuous development and in the result of this fact it is not uniquely determined the suitable „form“ of application of management and tools of managerial accounting in non-profit organizations, which creates the base of research, of which partial results are presented by this paper.
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Kicová, Eva, and Oľga Poniščiaková. "Specifics in strategic management of non-profit organizations in the globalization process." SHS Web of Conferences 92 (2021): 02027. http://dx.doi.org/10.1051/shsconf/20219202027.

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Research background: If globalization presents really a new and not reversible process that creates a more homogenous world, strategies of enterprises should appropriate to this phenomenon, too. European legislation has significantly contributed to the creation of the mutual market and increasing freedom of movement of services within the European Union. Its basic principle can be applied to the harmonization of basic requirements for services and the subsequent normalization – the creation of common European standards. This also applies to the area of non-profit organizations. These organizations are an important part of the public sector, which in the form of various activities, in particular the providing of various services, performs tasks related to addressing manifestations of market imbalances. In contrast to the “traditional” business sector (profit sector), the task of the non-profit sector is not to generate profit but to provide consumer tasks. Purpose of the article: The objective of the article is to clarify and present the specifics of functioning and management of non-profit organizations in the conditions of the Slovak Republic. Methods: During the elaboration of the paper, the methods of compilation of analysis, synthesis and description were used on the basis of the search of the relevant literature. Part of the paper is a survey, which we conducted through a questionnaire on a selected sample of non-profit organizations in the Slovak Republic. Findings & Value added: The results of the survey we have transported into general practice recommendations for non-profit organizations to improve their operating in the conditions of Slovakia while accepting the process of globalization.
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Kicová, Eva. "Specifics of human resources in non-profit organizations in the process of globalization." SHS Web of Conferences 74 (2020): 01011. http://dx.doi.org/10.1051/shsconf/20207401011.

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Non-profit organizations carry out activities that the state either does not want to perform or does not take responsibilities for them due to financial reasons, and the private sector is not interested in them. Specific features of such kind organizations is the fact that their performance is mostly depended on the work of a man – a volunteer, so a human capital is their integral part. Volunteering is a multidimensional phenomenon. It is an important part of the society and its future development. The context of volunteering has changed in last years, because social trends as globalization, technological development, changes in demography, emergence of postmodern values, and changes in families and work change people´s attitudes toward volunteering. In order a volunteer could realize his own personality and belief in volunteering activities and simultaneously participate in meeting goals of an organization, it is essential that all elements of management (organizing, managing, control, evaluating) are carried out effectively and have a meaning. To achieve this point, it is needed to know reasons, why people do volunteering that does not have only motivational sense, but also strategic one. Identifying motifs is therefore broader than just meeting needs and their knowledge is an essential factor for the effective functioning of non-profit organizations regardless of fields of their operation.
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Кучин, Михаил, Mikhail Kuchin, Елена Бокарева, Elena Bokareva, Елена Егорова, Elena Egorova, Людмила Черникова, and Lyudmila Chernikova. "Endowment in the system of higher education: Management specifics." Services in Russia and abroad 8, no. 5 (July 31, 2014): 184–95. http://dx.doi.org/10.12737/5374.

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Legislation in many countries promotes the creation of endowment as a generator of value deployed to finance the activities of non-for-profit organizations, which, having built the endowment fund, obtains a steady and long-term source for financing its functions.
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Otavová, Milena. "Proposals of changes in the financial statements of non-profit organizations." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 61, no. 2 (2013): 417–25. http://dx.doi.org/10.11118/actaun201361020417.

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Financial statements (balance sheet, profit and loss statement) intended for profit and non-profit organizations have large number of differences in terms of content of individual items and also with regard to their formal structure. This is due to the existence of different types of accounting entities for which there are created sets of accounting rules. Need for separate set of accounting rules results from their objectives, management rules, performed activities and certain specific of costs, revenues, assets and liabilities. The differences found on the basis of comparative analysis in this paper are evaluated and subsequently there are recommended changes of the statements so that they would be more useful for the purposes of economic analysis. The paper also identified problems that arise in connection with the evaluation of the efficiency of this type of organizations and subsequently there are recommended tools of financial analysis suitable for evaluation of non-profit organizations and the specifics of non-profit sector are pointed out. The paper presents also the proposal to change the Decree 504/2002 Coll. so as to avoid distortion of financial statement closing of non-profit organizations, and also with regard to their higher explanatory power.
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Yevdokymova, Iryna. "Professional and personnel risks in social work." Науково-теоретичний альманах "Грані" 22, no. 2 (April 22, 2019): 23–31. http://dx.doi.org/10.15421/171918.

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The article is devoted to the analysis of professional and personnel risks in social work. From the end of the twentieth century in management theory personnel is the main resource of an organization and the determining factor of its success. Moreover, the issue of professional and personnel risks is becoming increasingly important in analyzing modern organizations. At the same time, social-oriented non-profit organizations engaged in social work do not pay much attention to analyzing and developing strategies to prevent professional and personnel risks compared to commercial organizations. Professional risks are risks that associated with a professional activity and that directly affect the personality; they are capable to change personal behavioral and emotional reactions to certain events. The professional risk of social work in the article refers to the risk of professional deformation, the risk of «burnout syndrome», the risk of «professional fatigue». Personnel risks are the negative consequences in functioning of an organization because of activity or inactivity of its personnel. For example, the most likely personnel risks in social work are the risks associated with the recruitment, selection and selection of personnel; personnel adaptation risks; motivation risks; risks of inefficient use of staff, etc. Consequently, to prevent professional and personnel risks in non-profit social-oriented organizations engaged in social work the article proposes the following: supporting for the employees initiative; exchanging of experience both inside and outside the organization; creating opportunities for career advancement and development; creating opportunities for changing activities; psychological training for employees; training activities to monitor and effectively allocate personal resources; corporate events and leisure activities. In practice, all these measures should be comprehensive and used at the individual, group and organizational levels, relate to professional and personal characteristics of employees of non-profit social-oriented organizations engaged in social work. Moreover, the head of a particular non-profit social-oriented organization engaged in social work must develop the unique strategy of professional and personnel risks management, taking into account its specific conditions.
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Dubrova, M. "Limits of financial independence of state corporations." Management and Business Administration, no. 2 (July 5, 2021): 26–34. http://dx.doi.org/10.33983/2075-1826-2021-2-26-34.

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Russian state corporations are becoming the most important tools for implementing state policy in significant areas of the economy in Russia, through the mobilization of state financial resources and directing them to priority areas of state development, the implementation of social projects. The purpose of the study is to study the financial independence of state corporations in order to increase the efficiency of their activities and interaction with state authorities for the implementation of state policy in various areas. The proposed article emphasizes the specifics of a state corporation as a unitary non-profit organization, substantiates the principles of organizing finance, taking into account the specifics of the association and management of commercial organizations, and provides recommendations for improving the openness of the financial statements of state corporations.
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Wnuk, Izabela Bednarska. "Managers in Polish Organizations - the Results of Empirical Research." European Journal of Economics and Business Studies 6, no. 1 (December 1, 2016): 152. http://dx.doi.org/10.26417/ejes.v6i1.p152-160.

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Today we are dealing with unceasing changes that are not without influence on the functioning of the organization and its subsystems; and managers, who are specific moderators of all activities in the organization, in the face of the volatility of the environment, need to acquire new competences and roles, and realize relevant functions. It seems that the manager's role may be dependent on organizational characteristics such as the type of organization (for-profit, non-profit), the industry in which the organization operates and its size. These features can determine the roles and functions of the persons responsible for the management of organizations. Taking this into account, the aim of this article is to present the role of managers in Polish organizations, depending on their industry and size based on the results of empirical research. The study was conducted in 2015 among 289 organizations in Poland. One of their objectives was to identify a modern role of managers, depending on the selected organizational features based on interviews with people responsible for personnel policy in these organizations. Studies have shown that the role of the manager and basically just its scope is dependent on the size of the organization. On the other hand, no relationship between the role and the industry in which the organization operates has been observed.
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Dajnoki, Krisztina, György Norbert Szabados, and Éva Bácsné Bába. "A Case Study on Human Resource Management Practice of a Sport Organization." International Journal of Engineering and Management Sciences 3, no. 4 (September 30, 2018): 410–25. http://dx.doi.org/10.21791/ijems.2018.4.34.

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Human resource with the adequate ability and skills is of decisive importance in all organizations, irrespective of the field of activity in which they operate. It is no different with the life of sports organizations. The human resource management of sports organizations is peculiar which is influenced by, on the one hand, the operating form of an organization, on the other hand, the nature of employment. Those well-known jobs can be also found in the sport organizations which are necessary to operate an organization and carry out the general tasks, at the same time, the amateur or professional athletes turn up as specific human resources. Aim of the study is to explore the specific characteristics of the human resource management of a particular organization, namely Debreceni Egyetem Atlétikai Club Sport Nonprofit Közhasznú Kft. (University of Debrecen Athletic Sport Non-profit Public Benefit Purpose Ltd., hereinafter: DEAC Ltd.), primarily focusing on the traditional HR functions. After reviewing the domestic and international specialized literatures, the practice of the examined sport organization will be described by means of case study, document analysis and managerial interview methods. Based on the results, it can be determined that there is no separate HR manager in case of the examined sport organization, due to its size, but the managing director carries out the tasks as an economic and HR manager in one person. From the aspect of organizational operation, the practice of HR functions is similar to the practice of other SME business organizations, at the same time, the management of athletics as human resources means its specific characteristic where the managements of labour supply, career and talent has other interpretation.
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Gelb, Betsy D., and Teri Elkins Longacre. "Choosing to retire: how companies can support and respect the decision better." Journal of Business Strategy 37, no. 2 (April 18, 2016): 36–41. http://dx.doi.org/10.1108/jbs-01-2015-0005.

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Purpose Organizational leaders understandably seek to match their workforce to the organization’s strategic focus. However, they may find their ability to do so thwarted by reluctance to retire, even by those financially able to do so, based on the stigma that retirement means “old” and “out to pasture.” The purpose of this paper is to learn what can be done to overcome that possible barrier to implementing a strategic direction. Design/methodology/approach The authors interviewed 12 human resources executives across the USA concerning the challenge of reducing the stigma associated with retirement. The qualitative study involved conversations that focused on “what does your organization do?” rather than testing a specific hypothesis. Findings Respondents talked about actions ranging from the image-related to the substantive, practiced in both for-profit and non-profit settings. Organizations can position retirement as a transition to something else, and therefore a career stage rather than its end. Practical implications Organizational leaders can communicate that retirement is not a career end but a stage of work-life that can pay off in increasing flexibility for employees as well as for the organization itself. Social implications While strategic flexibility benefits organizations, a societal benefit can be more satisfied retirees if they transition to education, volunteer leadership or entrepreneurship. Originality/value The value of this research lies in prompting those at the highest level in organizations, those who design strategy, to consider how its implementation can be improved by actions to affect the retirement perspectives of employees.
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Dissertations / Theses on the topic "Specifics of non-profit organization management"

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De, La Cruz Marquez Michelle. "Management Control Systems in Not for Profit Organization." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-10850.

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The diploma thesis is about management control system. The first part contains the analysis of the subject, the factors, components and tools of management control. In the second part is about the difference of management control in profit and non-profit organizations.
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Taylor, Collene. "Organization effectiveness| The role of training in non-profit healthcare sectors." Thesis, Argosy University/Seattle, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3714518.

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In this study, the effectiveness of customer service training was estimated using Donald Kirkpatrick’s Evaluation Model and the Learning Transfer Model. There were 105 Human Resource Leaders and Trainers that completed an online study concerning the training requested and provided within non-profit community healthcare organizations. The study found that The Learning Training Model, when used with Kirkpatrick’s Evaluation model provided adequate information to suggest a roadmap for designing strategies to achieve improved customer service in non-profit community healthcare sectors.

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E, 130806 Chen Zhe, and Bijun Sun. "Gender equality in non-profit organizations: Gävle International Red Cross." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-14894.

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Title: Gender equality in non-profit organizations: Gävle International Red Cross Level: Final assignment for Master Degree in Business Administration Authors: Zhe Chen and Bijun Sun Supervisors: Maria Fregidou-Malama and Pär Vilhelmson Date: 2013-May Aim: The study is to investigate the factors that influence gender equality in non-profit organizations. In order to find out the factors, we choose Gävle International Red Cross as the target organization to do the investigation. Method: The study uses qualitative approach to collect the primary data and interview is the source of primary data. We interviewed seven members of Gävle International Red Cross. As for the secondary data, previous theories are the sources, and we also created a theoretical framework based on those theories. Furthermore, we combine the theories and empirical findings to present the discussion chapter. The orders of empirical findings and discussion follow the theoretical framework. Results & Conclusions: After analyzing the data, we find out that organization, culture, management and government’s efforts are four factors having impacts on achieving gender equality in the target organization. Based on the primary and secondary data, there is no ranking for these four factors and all of them are important for the target organization to achieve gender equality. Suggestions for future research: Qualitative approach is the only way to collect primary data, which is helpful for collecting different opinions from the participants. However, it will be more critical and objective for the study to use both qualitative and quantities approach at the same time. Since seven interviewees have participated, the numbers of the participants can be increased, in order to improve the reliability and validity into higher level. Contribution of the thesis: We organize the theories we used and create a theoretical framework which is useful for connecting gender equality into non-profit organizations. This study can motivate managers to consider gender equality during managing their organizations. Key words: Gender equality, management, non-profit organization, culture
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Ruotsalainen, P. (Pauli). "Absorptive capacity:a case study of sales capability development in a non-profit organization." Master's thesis, University of Oulu, 2016. http://urn.fi/URN:NBN:fi:oulu-201605121719.

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The purpose of this research was to find out how individual salesperson’s ability to recognize and acquire knowledge is utilized in the organization through absorptive capacity in order to develop sales capability. First of all, the work aims to clarify how individual salespeople recognize external knowledge. Second the work provides insight into how the knowledge is assimilated, transformed and exploited within the subunit and how it is shared between different subunits of the organization in Finland. And third the work aims to identify how different organizational factors influence on the knowledge recognition, acquisition and transformation and exploitation. The used methodology for the thesis is an exploratory case study and the used method is semi-structured interview. The target of the study is a team, which operates in a non-profit organization in Finland. First the case study suggests that leadership may switch the individual motivation from self-centered motivation to develop individual skills into motivation to develop team. The human resource management tools did seem to create motivation and ability towards sales work and they contributes to the capability development as well. However, this finding may suggest that in future research leadership could be studied within the context of capability development through absorptive capacity. Second, the pattern, according to which the sales people were able to recognize development needs of the sales capability, to search and recognize the knowledge within the environment, the ability to bring the knowledge into the team for open discussion and participate on the decision making is central in the absorptive capacity. This pattern contributes to the operational capability development through the principles of absorptive capacity and the case illustrates the role of individual salespeople in it. In further research this kind of pattern could be researched more probably through researches where the researcher would be taking notes in the social integration mechanism in order to gain further knowledge regarding to the different stages of absorptive capacity. Third the knowledge sharing practices within the sales capability development were impeded by the organizations strategy. This suggests that the misalignment between the organizational strategy and sales capability development may cause thus reduce absorptive capacity. The results from the case provide direction for future research in sales capability development through absorptive capacity and they can be used in organizations when developing sales capability. Even though the non-profit business is significantly different from for-profit business, the general way how absorptive capacity functions does not differ that much. When it comes to the generalizability of the results, it has to be remembered that this was a single case study in a non-profit organization taking strongly individual perspective, and thus it does not create a holistic picture of the absorptive capacity or the sales capability development within the organization. However, the results do support the future research by providing insight into how absorptive capacity can be used in development of sales capability.
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Rosén, Jennie, and Maria Reinklou. "Motivating and retaining volunteers in non-profit organizations : A qualitative study within the field of management, striving for improvements." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-79090.

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Non-profit organizations are different from profit organizations in many ways. One important aspect is that their operation is mainly built up by volunteers giving their timeand contributing to the operations within the organization. This is also one of the biggest issues non-profit organizations have to face daily, the fact that the management constantly be on the search for new volunteers. We decided that we wanted to know how some of these non-profit organizations work towards motivating and retaining their volunteers and if and how this work could be improved. We have done our research on the organizations the Red Cross, Save the Children and YMCA. We chose to do aqualitative research in order to get to know the organization and the people behind it enough to be able to answer our research question. We conducted the interviews with at least one person from each of the organizations that were in a managerial position and we also carried out interviews with a number of volunteers from each of the organizations from different operations.To be able to make conclusions from the empirical findings that we got we used a number of theories on the different subjects such as motivation and organizational theories. The empirical findings that we gathered from the interviews provided us with an insight in the organizations that we had hoped for as well as answers to our questions in a sufficient way. We found out what the major issues these organizations were struggling with according to the managers and from the volunteers we got information on how they want to be motivated and how that could help improve the work carried out by the volunteers.We have come up with suggestions on how this work could be improved for the best of both the organizations and the volunteers within them. The conclusions that we make from this is that there are simple but effective ways that these organizations can improve their work towards motivating and retaining their volunteers such as; creating a feeling of belonging with the organization by arranging meetings and gatherings; improving the communication between higher management and the volunteers in order to convey the mission and reason to why this work is carried out; and by giving the volunteers an opportunity to contribute in the way that fit them at different times in their life.
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Storhannus, Peter, and Linnéa Larsson. "Understanding leadership in successful non-profit organizations : A case-study of IKSU." Thesis, Umeå University, Umeå School of Business, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1541.

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Abstract

Type of thesis: Bachelor thesis

Number of pages: 98

Title: Understanding leadership in successful Non-profit organizations: a case-study of IKSU

Authors: Linnéa Larsson, Peter Storhannus

Supervisor: Jessica Eriksson

Date: 2008-01-24

Summary:

Most leadership research has made within regular corporations or public sector organizations in the business world. However, the research on leadership in the non-profit organizations (NPOs) has been scarce even though these organizations play an important part in society and the economy as well. It is argued that leadership in NPOs is different from that of a for-profit organization due to the different preconditions that exist in a non-profit organization.

The research question of this thesis is therefore; “what characterizes leadership in NPOs and what leadership styles can be found?”.

Our purpose with this thesis is to provide an understanding of the leadership in a successful non-profit organization. More specifically, understand the leadership at IKSU. We identify IKSU as a combination between a mutual benefit organization and a voluntary association. We have chosen to make a case study by interviewing managers in different positions at the successful non-profit organization IKSU located in Umeå.

The interviewees also answered a questionnaire about their leadership as a complement to the interviews. Further, a questionnaire was sent out to the interviewed managers’ employees in order to receive better contextual understanding about their self-perceived leadership. Literature about NPOs and leadership in both NPOs and for-profit organization has been used. Two frameworks are central throughout the thesis; the situational leadership model constructed by Hersey & Blanchard (1981) have been used to analyze and understand the leadership styles and the four cornerstones of leadership by Ekstam (2002) have been used to construct the interview guide and to analyze the leaders’ roles in the organization.

The results have shown that he leadership styles that we can find at IKSU are supporting and coaching and that the leaders most developed roles are the roles as developers and teambuilders. We conclude that the use of high supportive behaviour might be due to both the fact that they have such close relationships between leaders and subordinates that the leaders feel uncomfortable adopting a low task/low relationship style, as that could instead damage the close relationship and lead to lower motivation and commitment from the employee. Another reason to use high relationship leadership style is due to that there exist no clear goals within the organization. The leaders work close together with their employees and the employees seem to work independently, thus with the support from the leaders. They let the employees be part of the decision making processes and they take care of the employees skills and knowledge rather than doing everything themselves. Further, they lead the employees through the constantly changing organization and understand that the organization have to develop since the profits have to be reinvested which will lead to further development of the organization.

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Liggett-Nichols, Keisha. "The Impact and Implementation of Learning Intervention on Management and Organizational Practice in a Non-Profit Setting." Digital Archive @ GSU, 2013. http://digitalarchive.gsu.edu/bus_admin_diss/30.

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ABSTRACT The Impact and Implementation of Learning Intervention on Management and Organizational Practice in a Non-Profit Setting BY Keisha Liggett - Nichols 2013 Committee Chair: Ram Sriram, PhD Major Academic Unit: Business Administration The intent of this research is to explore the concepts of organizational learning as it relates to “double loop” learning. Specifically, this research will test the concepts of double loop theory proposed by Argyris, (1976) in a seminal piece, and the paradigm of Evidence-based management (EBM) in the context of a non-profit organization. The paper will review the transition from a single loop learning organization to a double loop learning organization utilizing EBM as a learning intervention for change. The non-profit organization used in this research is significant as it is a monitoring agency; an intermediary between Public Administration, counties, and private agencies. The paper will demonstrate through a single case study the limitations of single loop learning, and how interventions or processes that lead to organizational learning could facilitate transitioning to a double loop learning organization. The study expects to contribute to the literature by highlighting the value of double loop learning and the use of EBM as a learning intervention mechanism. This study will also underscore how double loop learning and EBM can add value to organizational processes.
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Nel, Benita Salomina. "The transition from social worker to Non–Profit Organization manager : a challenge to grow / Nel, B.S." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7038.

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Kundige bestuur is n hedendaagse begrip wat beskou word as die rede waarom sommige organisasies net funksioneer en ander uitstekend presteer. Die eise wat aan bestuurders van besighede en Nie–Winsgewende Organisasies (NWOs) se bestuursmilieu gestel word, is uiters hoog en vereis vaardigheid, kennis en ondervinding. Die bestuur van NWOs behoort goed ingelig te wees ten opsigte van die bestuursvaardighede waaroor hul eweknieë in die sakesektor beskik. Opleiding in maatskaplike werk in Suid–Afrika is goed ontwikkel en het in die afgelope 20 jaar in verskeie spesialisvelde binne die vakgebied ontvou. Maatskaplikewerk–dienslewering fasiliteer die groei en ontwikkeling van maatskaplike werkers, wat daartoe aanleiding gee dat hulle in so n mate vorder dat hulle hul kort voor lank in bestuursposisies bevind. n Wyer kennisbasis rakende bestuursdinamiek word vereis om die oorgang van maatskaplike werker na bestuurder te kan maak en sodoende doeltreffend as bestuurder te kan funksioneer. Bestuursopleiding deur maatskaplikewerk–opleidingsinstansies in Suid–Afrika bied nie tans spesifieke bestuursopleiding in die NWO–konteks aan nie. Ondersoek is deur hierdie studie ingestel om n model te ontwikkel om bogenoemde aan te spreek. Hoofstuk 1 fokus op die formulering van die navorsingsonderwerp en gee die sentrale strategiese agument en doel met doelwitte. Hoofstuk 2 beskryf die navorsingsmetodologie wat gebruik is in die studie. Hoofstuk 3 vervat n literatuurstudie wat handel oor die huidige funksionering van NWOs in Suid–Afrika. Daar word gefokus op die bestuursprosesse en rolspelers binne n NWO, die sosiale, politieke en ekonomiese faktore wat die funksionering van NWOs beïnvloed, bestuursmodelle en –teorieë, leierskap en die oorgang van maatskaplike werker na NWO–maatskaplikewerkbestuurder. Hierdie inligting bied die agtergrond waarteen die funksionering van NWO–bestuurders in Mpumalanga, Gauteng, Vrystaat en Noord–Kaap gekontekstualiseer kan word. In Hoofstuk 4 word die data wat vanuit die situasie analise met die NWO–bestuurders in Mpumalanga terugontvang is, verwerk en gerapporteer. n Profiel word verskaf ten opsigte van die NWOs in Mpumalanga asook die bestuursrolspelers en –prosesse wat geïmplementeer is. Daarna word die profiel van NWO–bestuurders in Mpumalanga voorgehou met spesifieke fokus op bestuurskennis en –vaardighede van NWO–bestuurders in Mpumalanga. Die opleidingsbehoeftes van NWO–bestuurders word opgesom en geprioritiseer. Die beskikbaarheid van bestuursopleidingsprogrammes in Suid–Afrikaanse maatskaplikewerk–opleidingsinstansies word daarna weergegee. Hoofstuk 5 gee n oorsig van die heersende situasie in Suid–Afrikaanse NWOs vanuit data wat verkry is uit fokusgroepbesprekings met maatskaplike werkers wat as NWO–bestuurders in Gauteng, Vrystaat en die Noord–Kaap werk. Klem word gelê op die fokusgroeplede se persoonlike ervarings van hul oorgang van maatskaplike werker na NWO–bestuurder binne die huidige funksionering van NWOs. Die spesifieke bestuursprosesse en rolspelers in NWOs betrokke by die fasilitering van die oorgang, soos deur NWO–bestuurders geïdentifiseer, word uitgelig. In hoofstuk 6 word n model vir die fasilitering van die oorgangsproses vir bestuurders voorgestel en met die geïdentifiseerde opleidingsbehoeftes geïntegreer. Hoofstuk 7 bestaan uit die gevolgtrekkings en samevattings wat gemaak is uit die studie. Ten slotte word aanbevelings rakende die fasilitering van die oorgangsproses van maatskaplike werkers na bestuurders van NWOs gemaak.
Thesis (Ph.D. (Social Work))--North-West University, Potchefstroom Campus, 2012.
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Diep, Lisa, and Amanda Stedt. "In HOs we trust : how crises affect brand image and trustworthiness in humanitarian organizations." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12736.

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During the past five years the Red Cross has been involved in two different internal crises. All of them can be related to trustworthiness and brand image. Why would someone keep donating money to an organization that has been involved in fraud and suspicion of corruption? The purpose of this dissertation is to explore how non-governmental (NGO) and non-profit (NPO) organizations rebuild their brand image and trustworthiness after a crisis. We will look at the problem from both the organization’s and the public’s point of view. The dissertation is based on theories about brand image, trustworthiness and crisis management. For the theoretical framework a model was created from these different theories. This study is conducted as a qualitative case study with a realistic philosophy. The findings and analysis shows that the Red Cross has an elaborated crisis management with a good base that can be adapted to suit each situation. However, there are some miscommunications between the organization and the public. Therefore, we suggest three improvements that can be made: communicate directly to the public, investigate immediately when suspicions occur, communicate the internal functions to the public. The first conclusion is that their form of reactive crisis management is that they have a weak pre-emptive crisis management, which consists of diffuse guidelines. After the crisis, these guidelines are adapted to the crisis. The second conclusion is that the organizations brand image and trustworthiness was affected negatively directly after the crisis occurred. However, today both the brand image and the trustworthiness have become stronger than before the crisis. Recommendation for future research is that it can be conducted in another area and include the behavior aspects of the respondents. In addition, the crisis communication team could be investigated.
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Sladká, Alena. "Analýza české a zahraniční nestátní neziskové organizace." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-74789.

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The goal of this thesis was to compare Czech and Spanish non-governmental non-profit organizations and analyze common and diverse characteristics using international comparison in several areas. As a representative of the Czech non-profit sector was chosen ADRA, o.s. Spanish nonprofit sector was represented by the organization Manos Unidas. Findings revealed differences in investigated areas. However, founded differences were not so significant to identify one of the non-governmental non-profit organizations as a significantly better one. Nevertheless the author recommended transferring some of the best practices of Manos Unidas to ADRA, o.s.
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Books on the topic "Specifics of non-profit organization management"

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Setterberg, Fred. Beyond profit: The complete guide to managing the non-profit organization. New York: Harper & Row, 1985.

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Drucker, Peter F. Managing the non-profit organization: Practices and principles. New York, N.Y: HarperCollins, 1990.

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Drucker, Peter F. Managing the non-profit organization: Practices and principles. New York, N.Y: Collins Business, 2005.

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Drucker, Peter F. Managing the non-profit organization: Practices and principles. Oxford: Butterworth-Heinemann, 1992.

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Grobman, Gary M. Improving quality and performance in your non-profit organization. Harrisburg, PA: White Hat Communications, 1999.

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Drucker, Peter F. Managing the non-profit organization: Practices and principles. New York, N.Y: HarperCollins, 1990.

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Drucker, Peter F. Managing the non-profit organization: Practices and principles. Oxford: Butterworth-Heinemann, 1990.

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Drucker, Peter F. Managing the non-profit organization: Practices and principles. New York, N.Y: HarperBusiness, 1992.

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Pappas, Alceste T. Reengineering your non profit organization: A guide to strategic transformation. New York: Wiley, 1996.

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Perry, Herb. The board a winning team: An orientation book for every director on the board of a non profit organization. Owen Sound, Ont: Big Bay Publishing, 1990.

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Book chapters on the topic "Specifics of non-profit organization management"

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Zhang, Xianzhi. "Management Control in Non-profit Organization." In Enterprise Management Control Systems in China, 323–38. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-54715-7_17.

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Panzer, Ilke H., and Ildiko Huppertz. "Talent Management in a Non-Profit Organization." In Handbuch Strategisches Personalmanagement, 229–43. Wiesbaden: Springer Fachmedien Wiesbaden, 2013. http://dx.doi.org/10.1007/978-3-658-00431-6_13.

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Panzer, Ilke H., and Ildiko Huppertz. "Talent Management in a Non-Profit Organization." In Handbuch Strategisches Personalmanagement, 205–19. Wiesbaden: Gabler, 2011. http://dx.doi.org/10.1007/978-3-8349-6549-3_11.

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Markina, E. V., O. A. Polyakova, A. S. Lozhechko, and L. A. Sugrobova. "Modernization of Management Mechanisms of a Non-profit Organization Endowment." In Digital Future Economic Growth, Social Adaptation, and Technological Perspectives, 71–80. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-39797-5_8.

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Abbate, Tindara, Angelo Presenza, and Lorn R. Sheehan. "Social Innovation in the For-Profit Organization." In Geopolitics and Strategic Management in the Global Economy, 123–36. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-2673-5.ch007.

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Social entrepreneurship and social innovation are attracting increasing attention from policy makers, practitioners, as well as academics. They represent different ways of thinking and addressing social issues often overlooked by public/private organizations and also provide a viable means of responding to multiple social, economic and environmental crises. With this in mind, this chapter leads to a better understanding of social entrepreneurship and social innovation in the non-profit sector, using one specific case followed by a more generalized discussion. The case of “Banca Prossima” illustrates engagement in social problems and trying to find and apply new solutions that simultaneously meet a social need while also leading to new or improved capabilities and relationships and a better use of assets and resources.
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Johnson, Rachel Erin. "Innovation and the Value of Human Capital in a Collegiate Setting." In Advances in Human Resources Management and Organizational Development, 249–74. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9652-5.ch012.

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This case study illustrates the value of intellectual capital measurement, specific to human capital and innovation capital within an academic unit at a University of Wisconsin System campus. Within the case study, the academic unit was audited for their innovation practices and then examined to identify the value of human capital on their front line employees. Innovation continues to be a crucial component within academia as well as organizations in general to provide a competitive advantage. Understanding the value front line employees brings to a non-profit organization in academia continues to be a growing concern for many Universities'. The case study contains three parts; an innovation audit, several models and formulas to understand the value of human capital within a particular academic unit, and an overall conclusion and recommendation will be given for the current academic unit at the University of Wisconsin System campus.
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Osiyevskyy, Oleksiy, Milena Troshkova, and Yongjian Bao. "What Makes a Global Business Model?" In Geopolitics and Strategic Management in the Global Economy, 19–39. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-2673-5.ch002.

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A firm's business model is an essential mechanism determining how an organization creates value for its stakeholders and captures part of the created value as profit for its owners. Global enterprises secure their market positions through properly functioning business models that are globally scalable. Once a globally scalable business model is successfully designed and validated in one location, it becomes a non-location-bound firm-specific advantage, promoting the firm's international expansion. This chapter addresses the following research questions: (1) What is the role of a business model in the success of global enterprises? (2) Which common attributes do business models of successful global companies possess? and (3) How to make a business model more suitable for global expansion? The theoretical analysis of these questions yields a conceptual framework for examining the global companies through the business model lens. The developed conceptual framework is illustrated and corroborated with the mini-cases of global companies.
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Ariza-Montes, José Antonio, M. Carmen López-Martín, and Ana María Lucia-Casademunt. "Crowdfunding." In ICT Management in Non-Profit Organizations, 90–109. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-5974-2.ch006.

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This chapter provides a brief review of the main ways of obtaining resources from the non-profit entities in order to appreciate the new tools for doing so, as well as the possibilities of new technologies in this field. More specifically, this text analyzes how the social networks and the development of Web 2.0 affect the possibilities of obtaining resources for these organizations through crowdfunding, which represents an additional source of income to help fund projects with very specific characteristics, but is not the only way to enable these organizations to sustain their cost structures.
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Boice, William L. "Non-Profit Leadership Success." In Encyclopedia of Strategic Leadership and Management, 485–506. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch035.

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While leadership has been studied extensively, non-profit organizational leadership has received little attention. The attention received mostly looks at senior executives and managers within the organization. As these organizations have small staffs and a large volunteer workforce, it would seem prudent to understand if what the leaders espouse is understood and followed by those that work in their organization. This chapter will look at a small, community based non-profit organization and discuss the role of a non-profits' leader in providing a vision and mission for the organization. It will utilize a volunteer satisfaction survey conducted by the organization, observations and interviews to understand workforce perceptions of the organizations vision, mission and culture. The results indicate that the volunteers have knowledge of the vision and mission statement, and easily assimilate in the culture of the organization.
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Bali, Selçuk, and Yeter Demir Uslu. "Enterprise Risk Management in Non-Profit Organization." In Advances in Public Policy and Administration, 75–93. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0731-4.ch004.

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Prior studies indicate that enterprise risk management has a vital role on firm performance. Enterprise risk management system helps organizations to reach their goals by reducing uncertainty of their operating environment. In this context, this study aims to discuss and analyze the concept of enterprise risk management in non-profit organizations. The term “risk” for non-profit organizations is defined and different types of risk are examined. The significance and need of managing risk in non-profit organizations are revealed.
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Conference papers on the topic "Specifics of non-profit organization management"

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Fahmy, Syahrul, Abdul Razak Hamdan, and Aziz Deraman. "IT in Education Organization: A Strategic Planning Approach." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2474.

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Information Technology (IT) has significant impacts to modern organizations especially in assisting daily operations and meeting business targets. Main contributions of IT to organizations are increased efficiency, effectiveness and competitiveness. Non-profit organizations can also benefit as much as for-profit organizations from IT. Education Organizations (EOs) for example, would benefit in terms of effective management of assets, improved communication channels, management of education system changes and systematic dissemination of academic materials. This paper proposes an IT Strategic Planning (ITSP) framework for EOs in order to plan and manage IT-related resources. The framework comprises of five phases namely Strategic Direction, Analysis, Strategy, Implementation and Evaluation. End result of this process would be the ITSP Manual, a detailed documentation of the organization’s strategic direction, its environment and specific action plans to achieve business targets. This manual can be used in policy and decision-making activities.
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Nikiforova, E. P. "Non-Profit Organization Management Principles: Mechanics And Specificities." In CIEDR 2018 - The International Scientific and Practical Conference "Contemporary Issues of Economic Development of Russia: Challenges and Opportunities". Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.04.30.

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Hendra and Hendra Alianto. "Applying Knowledge Continuity Management in non-profit organization (NPO)." In 2016 International Conference on Information Management and Technology (ICIMTech). IEEE, 2016. http://dx.doi.org/10.1109/icimtech.2016.7930299.

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Marsely, Mika. "Does Audit Quality Affect Client Satisfaction of Non Profit Organization in Indonesia?" In 1st Annual Management, Business and Economic Conference (AMBEC 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200415.023.

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Pratama, Bayu, and Tutty Nuryati. "Analysis of Implementation of Performance of Non Profit Organization with Five Perspectives." In Proceedings of the 5th Annual International Conference on Management Research (AICMaR 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/aicmar-18.2019.27.

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STAUSS, KIM, and CHAN M. HELLMAN. "EXPLORING KNOWLEDGE MANAGEMENT AND KNOWLEDGE TRANSFER IN A NON-PROFIT HUMAN SERVICE ORGANIZATION." In Proceedings of the 2005 International Conference on Knowledge Management. WORLD SCIENTIFIC, 2005. http://dx.doi.org/10.1142/9789812701527_0064.

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Chang, Liu, and Sun Gang. "Notice of Retraction: Study on the volunteers management of non-profit organization in China." In 2010 2nd IEEE International Conference on Information Management and Engineering (ICIME 2010). IEEE, 2010. http://dx.doi.org/10.1109/icime.2010.5478049.

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Rojc Štremfelj, Livija, Iztok Podbregar, and Eva Jereb. "Human Resource Management and Manager’s Competences in Non-governmental Organisations." In Organizations at Innovation and Digital Transformation Roundabout. University of Maribor Press, 2020. http://dx.doi.org/10.18690/978-961-286-388-3.54.

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The article deals with the Slovenian non-governmental organisations (NGO), NGO classification in Slovenian legislation and stresses the specific task of human resource management of the non-governmental organisations, namely for the work processes to be executed managers have to engage the volunteers at hand not only their employees. The employees in the Slovenian NGO sector are scarce, even though the European average (EU-28) of NGO paid employment compared to total paid employment is five times higher than in Slovenia. The text therefore presents the comparison of paid employment to total employment and total worth of voluntary work in Slovenian and EU NGOs. The Slovenian human resource management research in NGO is overviewed to argue why NGO leaders’ competency modelling would be the right step forward for Slovenian NGOs.
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Fang, Ting, Xiao-zhong Huang, and Xiao-li Pu. "Notice of Retraction: Opersonnel assessment for non-profit organization: Example of psychological committee in Chinese colleges." In 2010 IEEE International Conference on Advanced Management Science (ICAMS). IEEE, 2010. http://dx.doi.org/10.1109/icams.2010.5553118.

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Kampioni, Tomasz, and Felicia Ciolfitto. "A Practical Guide to Developing a Knowledge Management Culture (KMC) in a Non-Profit Organization (NPO)." In 7th International Conference on Knowledge Management and Information Sharing. SCITEPRESS - Science and and Technology Publications, 2015. http://dx.doi.org/10.5220/0005587100270038.

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